Civil Servant Appraisal in the Republic of Macedonia

1
Civil Servant Appraisal in the Republic of
Macedonia

• Ms. Biljana NIKOLOVSKA-ŽAGAR,
• State Advisor for legal affairs
• 22 23 November 2010 Danilovgrad, Crna Gora

2
Introduction

• The appraisal is a continuous process, aimed at
  presenting the real picture on the competence,
  quality, efficiency and effectiveness in
  performing official duties, that is, fulfilling
  working objectives set forth.
• The appraisal aims to strengthen the
  responsibility of the civil servants and improve
  the quality of their work

3
Legal framework

• Law on civil servants
• Rulebook on the manner and procedure of civil
  servants appraisal, the contents of appraisal
  reports and forms Official Gazette of ??
  No.19/06)
• Guidelines, issued by the Civil Servants Agency

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The appraisal process

• The performance appraisal is carried out for all
  civil servants, except for the Secretary General
• The appraisal is carried out by the immediate
  superior of the civil servant
• The civil servant is appraised with one the
  following grades outstanding, satisfactory,
  partially satisfactory and unsatisfactory
• Performance appraisal is a basis for the civil
  servants exercise of certain rights
• - speedier promotion in the horizontal and
  vertical career levels
• - reassignment to a lower position
• - termination of employment by force of law

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CSAs role in the appraisal process (1)

• In addition to the relevant acts, providing
  expert opinions, recommendations and
  consultations to the state bodies that have
  encountered difficulties in carrying out the
  procedure and proposing solutions for overcoming
  them

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CSAs role in the appraisal process (2)

• Providing constant reminding to the bodies
  failing to complete the obligation and need of
  appraisal procedure to do so within the legally
  set time frame with strong support by the
  Government

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CSAs role in the appraisal process (3)

• Carrying out training courses for civil servants
  and
• Preparing Analysis on the Civil Servants
  Appraisal for 2004, 2005, 2006, 2007, 2008 and
  2009

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Recomandations (1)

• Intensifying regular and continuous cooperation
  between the civil service bodies and the Civil
  servants Agency
• Completing the staffing of the departments/units
  of human resources management

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Recomandation (2)

• Organizing as many workshops /consultative
  meetings as possible as to practically
  demonstrate the procedure of civil servant
  appraisal, discuss the difficulties in its
  carrying out and identifying solutions for their
  overcoming

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Recomandation (3)

• Raising awareness of the significance of the
  civil servants appraisal at all levels,
  especially with the Secretaries and officials in
  the capacity of appraisers
• Keeping the appraisers not to leave on another
  assignment, job, upon their mandate termination
  and dismissal notice, without completing the
  obligation of civil servants appraisal
•  

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Conclusion

• Having in mind fiscal implications on the Budget
  of the Republic of Macedonia (payment of salary
  supplement and rewards), to insist on TRUE
  appraisal of civil servants